Diversity at Work

Supporting Employees from the GLBTQ Community

Heterosexuality is often assumed in the workplace and discrimination or harassment based on sexual orientation or gender identity is
often subtle. However, all job seekers and employees deserve respect, dignity and protection from discrimination and harassment.

Terminology

It is important to be informed and use terms correctly. The following definitions will help.

Bisexual

An individual who is sexually attracted to either males or females.

Gay

A man who is sexually attracted to other men.

Gender Identity

An individual's sense of being male or female.

Intersexed

An individual born with both XX and XY chromosomes, the full or partial sex organs of both genders, or with underdeveloped or
ambiguous sex organs, in addition to a hormones of both genders. Individuals who are born intersexed may also embody
secondary sex characteristics of either gender.

GLBTQ

The acronym used as a collective term to refer to gay, lesbian, bisexual,transgender and queer people.

Lesbian

A woman who is sexually attracted to other women.

Queer

Formerly an exclusively derogatory term for all GLBT people; now proudly used by some as an umbrella term for
the entire GLBTQ community; also used by those who see their own gender identity, sexual identity, and/or sexual orientation
as not fitting the widely recognized pattern of straight, gay or lesbian, bisexual, transgender, or questioning.

Sex reassignment surgery

The medical procedure to surgically create the physical appearance of the opposite gender.

Sexual Orientation

Affection and sexual attraction for people of the same or opposite sex.

Transgender Person

Individuals who are uncomfortable with (or reject in whole or in part) their birth assigned gender and may include transsexual
persons, whether or not they have undergone sex reassignment surgery.

Transgenderist

An individual who self-identifies and lives as the opposite gender but has not decided to undergo sex reassignment surgery.

Transition

The process of changing gender, including hormones, cross living and surgery.

Transsexual

An individual who identifies himself or herself as a member of the opposite gender and who acquires the physical characteristics
of the opposite gender. A transsexual can be of any sexual orientation.

Two-spirited Person

An aboriginal term to describe an individual who has both male and female spirits in their bodies and is a term used
sometimes today by gay, lesbian, bisexual and transgender aboriginals to describe themselves.

Potential GLTBQ barriers

For many GLBTQ employees, revealing their sexual orientation or gender identity can have serious consequences.
Many do not feel safe in the workplace. Will they be let go or passed over for a promotion? Will they be the source of
jokes? Will they be ignored and isolated? Will colleagues treat them differently than before?

Here are a few possible workplace scenarios that a GLBTQ employee could face:

When providing the name of an emergency contact person, GLBTQ persons must come out if they wish to give their partner's
name and are asked the nature of their relationship

When required to attend the funeral of a member of their partner's family, GLBTQ persons must come out if they want to
request bereavement leave rather than vacation leave

When they begin the process of changing their name and sex on official employment-related forms, transgendered persons
must come out to their managers.

If GLBTQ persons wish to include their accomplishments in the GLBTQ community among the volunteer activities listed on
their CV, they may have to come out to the prospective employer

Towards a better understanding of gay, lesbian, bisexual, and transgendered persons in the
workplace. This online resource aims to:

Broaden the concept of diversity

Challenge some of the stereotypes associated with GLBTQ persons

Suggest concrete means for improving their well-being at work

Offer basic information on the individual rights and obligations of all employees in a workplace that respects diversity

It's very difficult to report discrimination or harassment because in doing so, an employee must reveal their sexual orientation
before feeling comfortable to do so.

The effort workers invest in hiding their sexual orientation or gender identity certainly takes a toll on an employee's
productivity as well as their emotional and physical health. Therefore, employers who seriously invest in a healthy, inclusive
workplace for people from the GLBTQ community will discover tangible benefits.

If possible, involve gay, lesbian, bisexual and transgender people in your organization's conversations about diversity

If you highlight specific significant days or events for employees make sure you also mark annual Gay Pride celebrations
(usually held during the month of June)

Equally acknowledge the relationships of staff by ensuring, for example, that anniversaries, births and marriages/union
ceremonies are celebrated in the same way

When inviting spouses to social activities, use the term partners instead - a more inclusive and nongender-specific
term, which includes same-sex couples

Arrange for sensitivity training for all staff. Investigate local GLBTQ organizations that might provide this training
for your organization

Remember that you should never reveal a GLBTQ person's sexual orientation or gender identity without his or her permission.
Sharing this kind of personal information about someone shows a lack of respect and might, in some cases, create problems and
even be considered a form of harassment.

Supporting a transitioning employee

In addition to the above ideas, here are some additional practices for supporting a transgendered employee through the
transitioning stage:

Open communication is important so learn as much as possible and educate your workforce about transsexuality

Management needs to lead by example by demonstrating respect to the transitioning employee

In a large enough organization, switching departments or taking on a new assignment may help staff and the transitioning
employee adjust

The issue of washrooms will need to be dealt with so that everyone feels comfortable. A solution, if available, is to have
a single use washroom available instead of separate male and female washrooms

If relevant, discuss how your workplace uniform/dress code will be handled

The transitioning employee will need to be accommodated with time off for medical procedures

Refer to the transitioning employee by their preferred name and pronouns

Once the employee has completely transitioned to the other gender there will need to be an official name change for your
human resources and administrative records (for example, pensions, medical and dental and government filing